Attracting Candidates for Revenue Cycle Roles

By: Stacey McCreery, President & COO

Finding the right candidates for revenue cycle positions can be challenging. You obviously need someone with technical skills, but these roles are increasingly requiring strategic thinking, communication skills, data analytics capabilities, and operational leadership as well.  

How do you attract these ideal candidates? Here are some important areas to focus on: 

Make the job description specific, but not too restrictive

Job descriptions should clearly communicate expectations and required competencies but not be so narrow that they unintentionally discourage qualified candidates from applying.

The best job descriptions explain:

  • The primary goals of the role
  • Key operational responsibilities
  • Reporting structure
  • Required systems or technical knowledge
  • Leadership expectations
  • Opportunities for growth and impact

One of the biggest mistakes I see is organizations listing an overwhelming number of requirements that make the role appear unrealistic or unattainable. This often reduces applicant flow significantly.

Job descriptions influence both the quantity and quality of applicants. Candidates are evaluating whether the organization appears organized, realistic, transparent, and invested in the role.

Be transparent about compensation

Compensation transparency has become increasingly important in today’s market. Candidates want to understand whether a role aligns with their expectations before investing significant time in the interview process.

Organizations do not necessarily need to post an exact salary, but providing a realistic compensation range helps improve efficiency for both the employer and the candidate. It also helps establish trust early in the process.

One of the fastest ways to lose candidates is waiting until the final interview stages to discuss compensation and discovering expectations are misaligned.

In addition to salary, organizations should also communicate:

  • Incentive opportunities
  • Benefits
  • PTO and flexibility
  • Professional development opportunities
  • Remote or hybrid expectations

Candidates evaluate the total opportunity, not just the base salary.

Consider offering remote or hybrid flexibility when appropriate

Work location flexibility remains extremely important, particularly for revenue cycle, revenue integrity, coding, analytics, and operational support roles.

Over the past several years, many healthcare organizations have successfully demonstrated that revenue cycle teams can perform effectively in remote environments. As a result, many experienced professionals now prioritize flexibility as part of their overall career decision.

Organizations that require full onsite work for positions that can reasonably function remotely may significantly reduce their candidate pool.

That said, flexibility does not necessarily mean fully remote. Many candidates are very open to hybrid models, especially when organizations provide strong leadership, collaboration, career development, and positive culture.

The organizations having the most success today are those that remain thoughtful and flexible while balancing operational needs with employee expectations.

Tips for smaller healthcare organizations

Smaller facilities can absolutely compete for top talent, but they need to focus on what makes them unique rather than trying to mirror large health systems.

Many candidates are attracted to:

  • Greater visibility and impact
  • Faster decision-making
  • Stronger leadership access
  • Broader responsibilities
  • Better culture and collaboration
  • Opportunities to build or improve processes

Smaller organizations often offer candidates the opportunity to truly make a difference and have a voice within the organization. In many cases, candidates are willing to consider slightly lower compensation if they feel valued, supported, and connected to leadership.

Smaller facilities should also focus on:

  • Speed in hiring
  • Strong communication
  • Flexible work arrangements
  • Career development opportunities
  • Highlighting mission and community impact
  • Culture and leadership matter tremendously.

Clarity is key

To attract the right candidates for your revenue cycle role, keep in mind that a well-written job description can attract stronger candidates, while a poorly written or overly generic one can create confusion and limit interest. Setting expectations about compensation, benefits and flexibility is important to increase the odds that the candidates that express interest in your role are a good fit.

Picture of Stacey McCreery

Stacey McCreery

President and COO

Stacey McCreery is a writer, a speaker, and the founder and COO of ROI Search Group.